Employers: Frequently Asked Questions

1. Other than construction, what other industries do you serve?
   None. Construction Talent Partners is a focused group of industry-specialized recruiters. Not only do we specialize in the construction and real estate development sectors, we do nothing but. Working with General Contractors, Developers, Architectural and Engineering firms, we understand your business, your industry and your vision. Moreover, we understand how success is defined when evaluating the construction professionals you seek.

2. What are your fees?
   Construction Talent Partners has scale pricing which enables us to recruit at the lowest industry rates possible. Flexibility in search options and catering to your operating requirements enable various pricing structures, and we will tailer our working relationship based on your individual and specific need.

3. How quickly can I expect results?
   Timelines will vary based on the profile and scarcity of the employee searched for. Although it is the exception and not the rule, we have recruited candidates in as little as 7 days. In general, however, initial feedback results begin to arrive within 1 to 2 weeks of initial research. Filtering of prospects usually begins at week 2 or 3 and continue for 2 to 3 weeks thereafter. Client interviews will follow. We will keep you updated on step-by-step progress throughout the search process. As our name implies, we understand that working together as partners is the best route in the pursuit of a quick and successful search.

4. Where do you recruit?
   Construction Talent Partners has successfully sourced and recruited construction professionals throughout the United States. Each search we conduct in a geographic location increases our construction contacts in that area which directly benefits our clients. Recently we have been sourcing for International construction management openings as well.

5. Do you have a guarantee?
   Construction Talent Partners has one of the most straightforward and competitive guarantees in the recruitment industry. We take our obligations to our clients seriously and honor our agreements dutifully.

6. Do you represent me or the candidate?
   Any search we take on specifically for you will be handled in a way which focuses on your best interests. Reliability and integrity are the two traits we take seriously, and you can rely that those values are ingrained in our conduct and reflected in every aspect of our business.

7. Why use a recruiter?
   Using a recruiter is a sound business practice for various reasons. Among them:

• Your competitors are using recruiters.

• We can uncover for you the strongest candidates who are in limited supply or actively employed.

• We have active industry contacts and know the major industry players. Our advantage is the ability to recruit the exceptional candidate as opposed to the average or fair candidate.

• You don’t have time. You are an expert at building. You have a business to run. We are experts at recruiting.

• As experts, we can source the top performers. The American Management Association has reported that work performed by an exceptional employee can create output up to 40% greater than work performed by a fair employee. What would 40% greater output mean to your bottom line?

What if I run advertisements for the candidates I need?

• It’s true that you can run ads. In fact, most recruiting firms run ads to find the candidates they then present to their clients. This is a weak approach performed by agencies that don’t have the talent or resources to become more involved and search out the best candidates. The benefit of running ads may not be such a benefit after all: you will receive many resumes. The drawbacks are that most (often all) of the resumes received will be from unqualified candidates. Moreover, you have a business to run and your time is better spent growing your business than wading through hundreds of unqualified resumes.

• Of the limited resumes submitted from qualified candidates, there is still a difference that you should care about between average employees and exceptional employees:

• In a survey conducting by the Kimberly Organization, 1600 companies were polled regarding their usage of the personnel consulting industry. An overwhelming 82% said that the quality of candidates presented by recruiters was far above that of candidates acquired through other methods, like ads. This simply makes sense. Top candidates have no need to read classified ads because they are doing exceptionally well with their current employers.

• Construction Talent Partners stands as one of the few construction-specific recruitment firms that does not place any advertisements. All our candidates are obtained through research into top performers at competing firms, personal connections in the industry, and most valuable of all (but also most difficult to obtain), personal referrals to the best of the best.